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Mission for this Position:
About Us
Employee Engagement
Performance Management / Employee Relations:
About Us
At Baffinland, we work and live beyond the Arctic Circle, mining iron ore at our Mary River Property, located in the Qikiqtani Region of Nunavut on Baffin Island; one of the world’s most captivating and seldom seen destinations. We are a unique company with a strong management who have amassed specialty experience on northern mining projects through all phases of Inuit consultation, permitting, construction and operation. Our workforce brings together the modern practice of safe, sustainable mining and the enduring value of a traditional culture, which is rapidly advancing. The result is a work and community experience you won’t find anywhere else. We are looking for people ready to share, build, and grow with our company.
Reporting to the Superintendent, Human Resources/Labour Relations the Human Resources Business Partner will be responsible to provide support and guidance to departments and employees on employee relations, performance management, disability management, policies and procedures. The Human Resources Business Partner will support the organization by building successful, trusting relationships, support all employees, and to ensure proper understanding and demonstration of Baffinland’s values and culture. As the Human Resources Business Partner, you will have the skills and knowledge required to coach, mentor and develop peers and will be seen as an expert in your field.
Main Accountabilities:
Employee Engagement
- Work with people managers and business leaders to execute on our Mission, Vision and Values
- Identify, recommend, and execute on strategies to mitigate the risk of turnover of “key” talent
- Provide support to the HR/LR Superintendent by identifying areas of opportunity and sharing feedback to the Operations team to support the creation of tools to better understand organizational talent; implement and put new tools into practice
- Support leaders through the identification of opportunities to enhance engagement, employee development, and appropriate solutions (career pathing, coaching, mentoring)
- Coach leaders to hold effective career development conversations, provide positive and constructive feedback, and to recognize and engage teams
- Support leaders with regular goal setting activities, including the creation of effective goals, and measurement criteria
- Conduct both stay and exit interviews and provide analysis on data
Performance Management / Employee Relations:
- Ensure work environments and workplace practices promote a positive employee relations environment, free of discrimination, harassment, or any form of unfair or unethical practice
- Independently conduct investigations and complete related documentation, handle high severity employee relations matters, ensure objective evaluation and resolution of matters consistent with legislation, common law, and Baffinland’s organizational culture
- Consult with and provide guidance to managers on individual employee performance issues; support the development of individual performance improvement plans; review and monitor progress towards the plan
- Coach managers and business leaders in effective people management practices
- As part of the annual performance appraisal cycle, provide input and insight during the site-wide review and analysis of employee performance ratings
- Utilize standard and consistent tools / guidelines such as scripts, templates, checklists etc. for key HRBP processes, including termination, performance management, and investigations; continually review and update tools as needed
- Provide best practice advice and support/coaching to management and employees during disciplinary investigations, conflict resolution sessions and termination of employment
- Gain a thorough understanding of the Union Partnership Agreement, Nunavut labour and employment legislation as it pertains to mining and company policies and procedures.
Talent Management
- Partner with the HR/LR Superintendent and work closely with department leaders to support the creation of succession plans and associated individual development plans
- In partnership with the Site HR/LR team and Corporate HR team, support leaders with, job descriptions and evaluations and identifying skill / core competencies
Committee’s
- In conjunction with other HR/LR team members, participate in various committee meetings and take an active role on the committee’s as required
Leadership
- Coach and mentor HR/LR Advisor, HR Advisor Inuit Relations and HR/LR Assistants to support their development and growth
- Support and coach Cultural Advisors
- Work with the Advisors to ensure consistent application of all polices and procedures as they relate the to Partnership Agreement
- Elevate any identified issues in a timely and effective manner to ensure small matters do not become barriers to effective and efficient productivity
Leaves Management
- Assist Disability Management with the administration of WSCC reporting and the Early and Safe Return to Work Program; liaise with stakeholders and workers
- Assist the HR/LR Superintendent with oversight of the disability management program and processes
- Assist with managing and updating the semi-monthly leaves management report and review with the Superintendent prior to finalizing
Main Qualifications:
- Bachelor’s Degree in Human Resources Management or Industrial Relations or a related field is required
- A minimum of 7 years’ experience working in a generalist role
- HR Professional Designation considered an asset and preferred
- FIFO or remote site operations experience desired
- Proficient with MS Office (Required)
- Familiarity with SAP and Payroll Systems (ADP)
- Committed to service and excellence
- Proven management and leadership skills, with the ability to build consensus, rally support around common goals, and to motivate groups and individuals
- Ability to successfully communicate strategies and plans with all levels of the organization
- Ability to work effectively in multicultural environments
- Experience in the mining industry or industrial/construction workplaces is considered an asset
- Maturity, sound judgement, diplomacy and the ability to liaise confidently, effectively and positively with internal and external stakeholders
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Must demonstrate the ability to effectively prioritize and work under tight deadlines on multiple initiatives
Resourcefulness and creative problem-solving skills - Strong team building, organizational and project management skills
- Ability to serve as a knowledgeable and trusted resource to senior management
- Strong ability to effectively communicate in English (Oral and written)
- Adaptable, willing to learn, self-motivated and fair
- Experience with far north cold climate environments is an asset
